scholarly journals The Evaluation of Leadership Development at a State Owned Enterprise in South Africa

2019 ◽  
Vol 13 (2) ◽  
pp. 1930-1934
Author(s):  
Krishna Govender ◽  
M Mapuranga
Keyword(s):  
South Africa ◽  
Emotional Intelligence ◽  
Leadership Development ◽  
Employee Engagement ◽  
Leadership Style ◽  
Command And Control ◽  
Employee Motivation ◽  
Owned Company ◽  
And Control ◽  
The Impact

The study was sparked by concerns in the Human Resources Department at Denel, a State Owned Company/Enterprise in South Africa, regarding the state of leadership in the organization. The concerns were primarily that the leadership style in general, was ‘command and control’ - autocratic, bureaucratic and lacking the necessary commercial mindset and emotional intelligence needed to deal with employees from a motivational and employee-engagement perspective. The purpose of the research was to conduct an investigation into leadership at Denel and to analyse the perceptions, opinions and concerns of all stakeholders in the company.  A qualitative research methodology was used and the findings confirmed that leadership styles at Denel were indeed traditional command and control, autocratic, lacked a commercial mindset and lacked emotional intelligence. Furthermore, the existing repertoire of leadership development programmes lacked work-based application relevance and the leadership development approaches were haphazard, with no proper focus and direction. Furthermore, there was no measurement of the impact of the leadership development interventions in the company to determine the return on investment. The recommendation is that leaders at Denel should create a culture of talent optimization, be transformed into business leaders and ensure employee motivation and engagement levels are enhanced within the company.

Using Work Domain Analysis to Evaluate the Impact of Digitization on Command and Control

2008 ◽  
Author(s):  
Daniel P. Jenkins ◽  
Neville A. Stanton ◽  
Paul M. Salmon ◽  
Guy H. Walker
Keyword(s):  
Command And Control ◽  
Domain Analysis ◽  
Work Domain Analysis ◽  
And Control ◽  
The Impact ◽  
Work Domain

U.S. Regulatory Approaches: A Critical Appraisal

1992 ◽  
Vol 25 (3) ◽  
pp. 13-21
Author(s):  
R. L. Williamson
Keyword(s):  
Decision Making ◽  
Command And Control ◽  
Regulatory System ◽  
Federal Agencies ◽  
Toxic Substances ◽  
Use Of Technology ◽  
Treatment Technologies ◽  
New Treatment ◽  
And Control ◽  
The Impact

The American approach to environmental regulation is characterized by fragmentation of responsibilities, primary reliance on command and control regulations, extraordinary complexity, a preference for identifiable standards, and heavy resort to litigation. This system has provided important benefits, including significant reduction of environmental contamination, substantial use of science in decision-making, broad participatory rights, and the stimulation of new treatment technologies. However, these gains have been achieved at excessive cost. Too much reliance is placed on command and control methods and especially on technology-based standards. There is too much resort to litigation, and inadequate input from science. Participatory rights are being undermined, and there is a poor allocation of decision-making among the federal agencies and the states. Over-regulation sometimes leads to under-regulation, and insufficient attention is given to the impact on small entities. The responsibility for these difficulties rests with everyone, including the federal agencies, the Congress, the general public and the courts. Changes in the regulatory system are needed. We should abandon the use of technology-based standards to control toxic substances under the Clean Water Act in favor of strong health- and environmentally based standards, coupled with taxes on toxic substances in wastewater.

scholarly journals An Alderfer perspective of the higher education restructuring in South Africa

2005 ◽  
Vol 31 (2) ◽  
Author(s):  
C. A. Arnolds
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Job Performance ◽  
Peer Relations ◽  
Employee Motivation ◽  
Regression Analyses ◽  
Organisational Commitment ◽  
Low Levels ◽  
And Performance ◽  
The Impact

The consequences of the restructuring of higher education in South Africa have not yet been thoroughly investigated. This study investigates the impact of the abovementioned restructuring on employee motivation (as measured by Alderfer’s ERG theory), organisational commitment and job performance. The results show that the respondents exhibit low levels of organisational commitment and low satisfaction with monetary remuneration and fringe benefits. The results, however, show high levels of satisfaction with growth factors, peer relations and performance intentions. These results are interpreted in the light of the multiple regression analyses conducted of the interrelationships among the variables. Opsomming Die nagevolge van die herkonstruksie van hër-onderwys in Suid-Afrika is nog nie deeglik ondersoek nie. Hierdie studie ondersoek die invloed wat bogenoemde rekonstruksie op die motivering (soos gemeet deur Alderfer se teorie), organisatories toegewydheid en werksprestasie van werknemers het. Die resultate toon dat die respondente lae vlakke van organisatoriese toegewydheid en lae tevredenheid ten opsigte van monetêre beloning en byvoordele tentoonstel. Die resultate toon egter hoë vlakke van tevredenheid in soverre groeifaktore, kollegiale verhoudinge en werkprestasievoornemens betref. Hierdie resultate word vertolk teen die agtergrond van veelvoudige regressie-analises wat op die inderlinge verwantskappe tussen die veranderlikes uitgevoer is.

A decade of teaching followership: retrospective and guide

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
John Basil Read III
Keyword(s):  
Leadership Development ◽  
Employee Engagement ◽  
Organizational Agility ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Industrial Age ◽  
Knowledge Age ◽  
Leadership Instruction ◽  
The Impact

Purpose The purpose of this paper is to explore the benefits of incorporating the tenants of followership into leadership curriculums as a means of increasing employee engagement in the organization’s mission. Design/methodology/approach Five years ago, the author reported on the impact instruction in followership had in helping a government agency achieve a significant change in workplace culture. This paper provides an update on the agency’s followership instruction, insights on how development of followership skills can enhance organizational agility, collaboration and engagement and strategies for incorporating followership into a leadership development curriculum. Findings The literature suggests that followers can partner with the leader to advance organizational objectives and enhance outcomes through proactive participation. Evidence from three followership programs suggests that indoctrination in followership principles leads to better understanding of the impact follower contributions play in achieving mission-related goals. Research limitations/implications Much of today’s leadership instruction leverages industrial-age concepts on treatment of followers in the workplace. This type of instruction limits leader/manager thinking on how to best leverage the knowledge-age talents resident in the workforce. This paper suggests that followership instruction increases the potential for followers to make meaningful contributions that enhance organizational agility and competitiveness while simultaneously improving leader strategies for engaging followers. Originality/value Instruction in the principles of followership is gaining momentum in academia and in the public and private sectors. Yet, the number of resources for teaching the subject is limited. This paper provides insights into the impact of teaching followership, suggestions on structuring a followership curriculum and recommends resources for creating meaningful instruction.

The Impact of Arts-Based Leadership Development on Leader Mind-Set

2015 ◽  
Vol 17 (3) ◽  
pp. 391-407 ◽  
Author(s):  
Thomas N. Garavan ◽  
Ann McGarry ◽  
Sandra Watson ◽  
Norma D’Annunzio-Green ◽  
Fergal O’ Brien
Keyword(s):  
Emotional Intelligence ◽  
Leadership Development ◽  
Music Drama ◽  
Leader Identity ◽  
Feedback Orientation ◽  
Quasi Experimental ◽  
Orientation Leaders ◽  
Mind Set ◽  
Development Literature ◽  
The Impact

The Problem Arts-based leadership interventions have gained a foothold in the leadership development literature; however, few studies have investigated their effectiveness. These interventions include music, drama, art, and performance and are utilized to develop dimensions of leader mind-set. The Solution In this study, an arts-based intervention (leadership drawing exercise) is evaluated. Utilizing a quasi-experimental, pre-test, post-test design, we evaluate the impact of an arts-based intervention on four dimensions of leader mind-set: emotional intelligence, leader identity, openness to experience, and feedback orientation. Leaders in the arts-based intervention showed significantly greater improvement in emotional intelligence, leader identity, and feedback orientation. The Stakeholders This article informs leadership development researchers, those making decisions about investment in leadership development and those who deliver leadership development. The article will be of interest to organizations that have to justify investment in leadership development.

Understanding narrative effects

2019 ◽  
Vol 31 (2) ◽  
pp. 166-191 ◽  
Author(s):  
Aurik Gustomo ◽  
Hary Febriansyah ◽  
Henndy Ginting ◽  
Imelia Martinovita Santoso
Keyword(s):  
Employee Engagement ◽  
Expressive Writing ◽  
Social Implications ◽  
Control Group ◽  
Control Groups ◽  
West Java ◽  
Content Type ◽  
And Control ◽  
The Impact ◽  
Experimental Group

PurposeEmployee engagement has been directly linked to organizational outcomes, and at present, improving employee engagement has increasingly been a main focus for organizations. However, studies evaluating the impact of storytelling interventions on increasing the level of employee engagement are limited. Storytelling is one of the intervention methods that can provide cognitive stimulus to employees, which in turn could change their attitudes toward work including employee engagement. The purpose of this study is to determine the effectiveness of storytelling as an intervention tool for increasing employee engagement in one of the state-owned enterprises (SOEs) in West Java, Indonesia.Design/methodology/approachThis study uses a quantitative method. Employees from a West Java branch of large SOEs were randomly assigned into experimental and control groups. The research design used a pretest and a post-test with an expressive writing method to identify the extent of employee engagement by comparing participant groups and measuring the increase of employee engagement as a result of the storytelling intervention. The experimental group participated in three storytelling sessions that had been set up by panels of experts, while the control group was not given any treatment. The expressive writing analysis was conducted using software that has been developed and tested for validity and reliability. Furthermore, statistical analysis was used to test the results of expressive writing scoring to determine the impact of storytelling interventions.FindingsDirect storytelling is proven to be one of the most effective methods of increasing employee engagement in one of the SOEs in the West Java region. The results of this study showed that there were differences between the experiment and control groups after experiencing a direct storytelling intervention where there was a significant increase in the dimensions of employee engagement. Participants in experimental group had higher scores than participants in control group in most of the employee engagement dimensions. Additionally, expressive writing methods are also proven to be able to provide a stimulus for employees in expressing thoughts, perceptions and motivations for employee engagement in the company.Research limitations/implicationsAs direct storytelling has not been frequently used, especially to improve employee engagement, more studies should be conducted in various settings, with different measurement tools, and in a more controlled environment to confirm the effects of the intervention.Practical implicationsThis paper provides insight into how companies can use direct storytelling to improve the dimensions of employee engagement. Additionally, this research can also be used as a reference by companies in Indonesia, especially SOEs, for applying the same method in an effort to improve work-related attitudes, such as employee satisfaction and organizational commitment.Social implicationsThis study raises social implications in which employees enthusiasm increases in improving personal relationships between employees and storytellers, who are middle or upper management employees. In addition, employees also more appreciate their struggles when starting their careers, so they care more about increasing their role and involvement in the company.Originality/valueThis paper provides resources and information for companies and organizations to improve employee engagement through the implementation of direct storytelling. The focus of this paper is to gain information on the role of direct storytelling in improving employee engagement within a company or organization.

scholarly journals A Cascading Failure Model for Command and Control Networks with Hierarchy Structure

2018 ◽  
Vol 2018 ◽  
pp. 1-14 ◽  
Author(s):  
Xiue Gao ◽  
Duoping Zhang ◽  
Keqiu Li ◽  
Bo Chen
Keyword(s):  
Command And Control ◽  
Cascading Failure ◽  
Cascading Failures ◽  
Failure Model ◽  
Relational Models ◽  
Control Networks ◽  
Load Redistribution ◽  
Initial Load ◽  
And Control ◽  
The Impact

Cascading failures in the command and control networks (C2 networks) could substantially affect the network invulnerability to some extent. In particular, without considering the characteristics of hierarchy structure, it is quite misleading to employ the existing cascading failure models and effectively analyze the invulnerability of C2 networks. Therefore, a novel cascading failure model for command and control networks with hierarchy structure is proposed in this paper. Firstly, a method of defining the node’s initial load in C2 networks based on hierarchy-degree is proposed. By applying the method, the impact of organizational positions and the degree of the node on its initial load could be highlighted. Secondly, a nonuniform adjustable load redistribution strategy (NALR strategy) is put forward in this paper. More specifically, adjusting the redistribution coefficient could allocate the load from failure nodes to the higher and the same level neighboring nodes according to different proportions. It could be demonstrated by simulation results that the robustness of C2 networks against cascading failures could be dramatically improved by adjusting the initial load adjustment coefficient, the tolerance parameter, and the load redistribution coefficient. And finally, comparisons with other relational models are provided to verify the rationality and effectiveness of the model proposed in this paper. Subsequently, the invulnerability of C2 networks could be enhanced.

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